Ranjeet Singh

Seasoned and highly accomplished HR & Business Excellence professional, currently serving as the General Manager at Enpro Industries, leading the HR, Admin, Safety, CSR, and Business Excellence divisions. Over the years, my role has expanded to integrate multiple functions, fostering an environment of strategic thinking and tactical implementation to drive significant business value. As the head of HR, I champion the evolution of an inclusive, diverse, and high-performing workforce. I believe in nurturing talent, facilitating personal growth, and implementing policies that augment employee satisfaction and retention. In my Administrative capacity, I oversee the smooth operation of daily business processes, ensuring an efficient and effective resource allocation. I work on creating an environment conducive to productivity, focusing on continuous improvement. Safety is a priority. I am instrumental in enforcing strict safety regulations and protocols across the organization. By fostering a culture of safety and accountability, I mitigate risks and create a secure and healthy workplace for our team. My dedication to Corporate Social Responsibility (CSR) underscores my commitment to ethical business practices. I am proud to lead initiatives that align with our commitment to social, economic, and environmental sustainability. In terms of Business Excellence, I spearhead strategies aimed at optimizing operational efficiency and boosting profitability. Through Kaizen and other process improvement methodologies, I facilitate the company's drive towards innovation and continuous improvement. Throughout my career, I have consistently demonstrated a robust leadership style, promoting team collaboration and open communication, which has directly contributed to the company’s growth. As I continue to navigate this dynamic landscape, I remain committed to upholding Enpro's core values and strategic vision.

1. Played a pivotal role in fostering human capital capability, cultivating robust talent pools, and assembling high-performing leadership teams to drive organizational growth, stimulate innovation, and promote continuous improvement. 2. Devised and meticulously quantified an employee recognition framework encompassing comprehensive approaches such as on-the-spot recognition, top-down recognition, and bottom-up recognition, with the aim of ensuring an effective system of Reward and Recognition. 3. Spearheaded the strategic direction of the HR function, with a specific focus on the recruitment strategies for future talent acquisition and the adept management of existing talent within the organization. 4. Developed and executed a holistic recruiting strategy that aligns with both current and future organizational needs, encompassing proactive talent sourcing, rigorous candidate assessment, and efficient selection processes to secure top-tier talent. 5. Held responsibility for the end-to-end HR operations for a workforce comprising nearly 600 employees. Overseeing critical functions including recruitment, talent management, performance evaluation, induction and onboarding, as well as exit management, with a keen eye for ensuring seamless processes and employee satisfaction. 6. Provided effective leadership and guidance to a dedicated team of eight HR professionals, fostering their growth and development while ensuring the delivery of high-quality HR services across the organization. 7. Pioneered the design and implementation of a tailored talent management program specifically catered to campus hires, aimed at nurturing and maximizing the potential of young talents. 8. Crafted and executed comprehensive employer branding strategies on social media platforms and internal communication channels, leveraging these platforms to enhance the organization's reputation, attract top talent, and foster employee engagement.

Roles & Responsibilities: 1. Responsible for providing end to end lateral recruitment solutions for filling up multiple vacant positions across levels. 2. Demonstrated ability in handling a high volume of work, in a professional environment, and delivering as per organizational benchmark. 3. Liasioning with different HR Partners and lines to understand the Business requirement and consultants to source the desired profiles in order to provide Business with competent manpower within the agreed timeline. 4. Liasioning with the Compensation team in order to prepare & negotiate the compensation with selected candidates. 5. Designing and developing policies and standard operating procedures with regard to lateral recruitment to streamline the process. The initiative took during the current role: 1. Redefining lateral recruitment policy. 2. Data Analytics of the different data points from the process 3. Weekly Dashboard Review initiated 4. Weekly reporting on the data point to the management 5. Online Recruitment Management System 6. Background Verification for all new joinees

1. Handled HR operations entailing recruitment, training & development and performance appraisals 2. Provided relevant inputs for policy formulation 3. Campus recruitment of Tata Steel as an HR panel member 4. As Gallup Champion for driving initiatives for employee engagement

As a Business HR, I was responsible for a. As a part of Strategic HR - Organization Restructuring to cater to the future needs b. Manpower Planning for upcoming projects c. Recruitment & Selection for the unit level hiring d. Salary Negotiation as per the benchmark of the organization. e. End-user of SAP HR - Creating & Maintaining all the data f. Employee Relations - Running the Joint Consultation Committee - A common platform for Management & Union discussion g. Training the new & old employees on Performance Management and conducting Talent Reviews and Normalization in consultation with the Head of Departments and Business Head h. Driving Engagement Activities i. Ensuring that Employee Benefits are communicated to each employee and they are able to use them when needed j. Time to time inputs for the HR policy formulation

As a Business HR, I am responsible for a. Organization Restructuring to cater to the future needs b. Manpower Planning c. Recruitment & Selection d. Salary Negotiation e. SAP HR f. Employee Relations g. Driving Engagement Activities h. Employee Benefits i. Time to time inputs for the HR policy formulation

1. Managing complete recruitment for plant-level hiring needs 2. Complete statutory compliance for HR & Admin functions 3. Responsible for complete Payroll of close to 400 employees 4. Responsible for managing SAP HR 5. Creating & updating employee data on a regular basis in SAP HR 6. Creating & Reporting monthly MIS related to HR & Admin function to the corporate office 7. Responsible for Performance Management of the employees 8. Driving suggestion scheme in the plant 9. Responsible for all Welfare related activities in the plant 10. Training Need Identification and execution of the identified training for the employees 11. Initiating Disciplinary action procedures if needed 12. Engagement with the Union and responsible for negotiation & signing off of Long term settlement